Proposed Language Changes

Proposed changes to the 2018-2021 Collective Bargaining Agreement are listed below in color—either as additions or deletions. Page numbers are to the 2015-2018 CBA , and given new additions/deletions, they may change in the future.

ARTICLE 11
SALARIES
 
2015-2018 CBA, p. 27

(a) 2015-2016 2018-2019 Salary Retention Increase. Effective on January 16, 2016 upon the faculty contract date for academic year 2018-2019, all eligible employees who were employed prior to July 1, 2015 May 18, 2018 and who are continuously employed through January 1, 2016 August 13, 2018 and are not in receipt of a notice of termination or non-reappointment shall receive a one and a half percent (1.00% 1.50%) retention increase to their base salaries, with a minimum increase of $800.00 $750.00.

(b) 2016-2017 Department Merit. The University shall provide merit pay funding totaling one-half of one percent (0.50%) of the total bargaining unit base salary payroll, as it existed on the last full pay period of the 2015-2016 Academic Year on a pro rata basis to departments/units, as their base salary payroll existed on the last full pay period of the 2015-2016 Academic Year. The funds provided shall be distributed to employees within each department or academic unit consistent with the criteria and procedures set forth in the BOT-UFF Policy concerning Employee Performance Evaluation and effective on January 14, 2017. If merit criteria apply to the entire college/school, the college/school is the unit. All employees are, or upon appointment will be, assigned to an existing department/unit.

To be eligible the employee must have been continuously employed prior to July 1, 2016.


2015-2016 2018-2021 Convocation Awards. At the annual Faculty Convocation the FIU Board of Trustees or designee may provide to employees one-time awards totaling no more than 0.16% of the total employee payroll as of the end of the prior Academic Year for special achievements, including awards for teaching, research, service, mentorship, librarianship and advising, according to the selection procedures established by the Faculty Senate.
 
2015-2016 2018-2021 Discretionary Awards and Increases. During the 2015-2016 academic year, the 2016-2017 academic year, and the 2017-2018 academic year, 2018-2019 academic year, the FIU Board of Trustees or designee may provide additional salary increases and/or one-time awards totaling no more than one percent (1.0%) of the total employee payroll as of the last full pay period of the prior academic year.
 
  1. Promotion Increases. Effective at the beginning of the academic year in which their promotions are effective, employees shall be awarded promotion increases as follows:
  1. To Assistant University Librarian a nine eleven percent (9% 11%) increase;
 
 
2015-2018 CBA, p. 33
 
ARTICLE 17
AMENDMENT AND DURATION
 
  1. Effective Date. The Agreement and BOT-UFF Policies shall become effective on the date of ratification by both parties and remain in effect through July 1, 2018 2021.  Renegotiations for the agreement term July 1, 2018 2021 through July 1, 2021 2024 shall begin no later than October 1, 2017 2020.
 
  1. Reopener Negotiations. For the contract years 2016-2017 and 2017-2018 2019-2020 and 2020-2021 the parties shall reopen and negotiate Article 11 and have the option to reopen a total combination of five (5) additional articles selected by each party between both contract years from 2016-2018 2019-2021.
2015-2018 CBA, p. 47  

(4)  Annual Notice of Length of Appointment and Salary. No later than two weeks prior to the beginning of the receipt date of the first paycheck of the employee's subsequent annual appointment and summer appointment, each employee shall receive written notice of the beginning and ending dates of that appointment and the salary rate at which the employee is to be paid during that appointment, including the number of pay periods during the appointment and the employee's biweekly rate of pay.

2015-2018 CBA, p. 52  
  1. Although the Legislature has described the minimum full academic assignment in terms of twelve (12) contact hours of instruction or equivalent research/scholarship and service, the professional obligation undertaken by an employee will ordinarily be broader than that minimum. In making assignments, the University has the right to determine the types of duties and responsibilities that comprise the professional obligation and to determine the mix or relative proportion of effort an employee may be required to expend on the various components of the obligation. These assignments shall accord with the policies and/or procedures developed by each unit and approved by the university.
 
2015-2018 CBA, pp. 57-58
 
BOT-UFF POLICY ASSIGNMENT OF RESPONSIBILITIES
 
(10) Instructional Technology.
(b) Online Courses.
(iv) Compensation/Assignment for Teaching an Online Course. For teaching an online course under an extra compensation appointment, an employee shall be paid no less than $1,000 per credit hour, plus 1/50 of such extra compensation per student enrolled over 50. For purposes of this Policy, a ―section equivalent of an online course shall be defined as an enrollment of between one and 50 students. If an online course is taught in-load, the employee shall receive a .25 FTE assignment for teaching 1 – 50 students, plus an additional .005 FTE assignment for each student enrolled in the same course between 51 and 200. An employee teaching an online section of more than 200 students in load shall receive a 1.0 FTE plus extra compensation of 1/50 of the amount that would be paid for one section equivalent of an extra- compensation online course pursuant to this paragraph per student enrolled over 200. Whether an online course is taught in load or as an extra compensation assignment, if the university provides at least one teaching assistant per section equivalent in courses with enrollments over 50, no extra compensation or additional FTE assignment per student will be required for any section equivalent for which a teaching assistant is provided.
 
2015-2018 CBA, pp. 78-79
UFF-BOT
POLICY LEAVES
  1. Leaves Due to Illness/Injury.
    1. Uses of Sick Leave.
      1. Sick leave shall be authorized for the following:
    2. The illness or injury of a member of the employee's immediate family, at the discretion of the supervisor. Approval of requests for use of reasonable amounts of sick leave for caring for a member of the employee's immediate family shall not be unreasonably withheld. "Immediate family" means the spouse, domestic partner, the grandparents, parents, brothers, sisters, children, and grandchildren of the employee, the employee’s spouse, domestic partner, or other dependents of the employee, employee’s spouse or domestic partner, living in the household.
 
BOT-UFF POLICY
PROFESSIONAL DEVELOPMENT LEAVE AND SABBATICALS

2015-2018 CBA, pp. 98-99

Procedures

1.Application and Selection.

  1. The University shall select applicants on the basis of whether completion of the project or work would enhance the employee’s contributions to the employee’s department/academic unit. Completed application forms must be received by the Provost or designee by the announced deadline for consideration for the following academic year. The application deadline dates shall be are generally in January/February October/November prior to the academic year beginning in August.

2015-2018 CBA, p. 101

Procedures

1.Application and Selection.

(c)Completed application forms must be received by the Office of the Provost by the announced deadline for consideration for the following academic year. The application deadline dates are generally in January/February October/November prior to the following academic year beginning in August.

  1. Selection.
(b) If there are more applications for competitive sabbaticals than available competitive sabbaticals, a University Sabbatical Committee elected  annually every two (2) years by and from the tenured employees shall rank the applicants. The committee shall include at least one representative from each of the various colleges and schools.
 
BOT-UFF POLICY
BENEFITS
 

2015-2018 CBA, pp. 105-107 

  1. Phased Retirement Program.
  1. Eligibility.
    1. Employees who have accrued at least six (6) years of creditable service in the Florida or Teachers Retirement System (FRS, TRS) or Optional Retirement Program (ORP), except those employees referenced in 6(a)(2), are eligible to participate in the Phased Retirement Program. Such eligibility shall expire on the employee’s 63rd birthday on the employee’s birthday at which the employee becomes eligible to receive full social security benefits. Employees who decide to participate must provide written notice to the University of such decision prior to the expiration of their eligibility, or thereafter forfeit such eligibility. Employees who choose to participate must retire with an effective date not later than 180 days, nor less than ninety (90) days, after they submit such written notice, except that when the end of this 180 day period falls within a semester, the period may be extended to no later than the beginning of the subsequent term (semester or summer, as appropriate).
       
  2. Program Provisions.
    1. Re-employment.
      1. Prior to re-employment, participants in the Phased Retirement Program must remain off the FIU payroll for at least six (6) months following the effective date of retirement in order to validate their retirement, as required by the Florida Division of Retirement. Participants must comply with the re-employment limitations of the Florida Retirement System (which includes ORP).
  3. Leave for Illness/Injury.
    1. Each participant shall be credited with five (5) days of leave with pay at the beginning of each full-time semester appointment. For less than full-time appointments, the leave shall be credited on a pro-rata basis with the assigned FTE. This leave is to be used in increments of not less than four (4) hours (½ day) when the participant is unable to perform assigned duties as a result of illness or injury of the participant or a member of the participant's immediate family. For the purposes of this Section, “immediate family” means the spouse, domestic partner, and the grandparents, parents, brothers, sisters, children, and grandchildren of the participant, and/or the participant’s spouse, domestic partner, or other dependents of the participant, participant’s spouse or domestic partner living in the household.
  4. Re-employment Period.
The period of re-employment obligation shall extend over five (5) consecutive academic years, beginning with the first day of classes of the Fall or Spring semester next following the effective date of retirement and the fulfillment of the six (6) month 1 year retirement validation period described in Paragraph 6(B)(iii), above. No further notice of cessation of employment is required.

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Chapter President Eric Dwyer
Grievance Chairperson Lauren Christos

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[last updated: September 22 2018]